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研究生:吳桂妮
研究生(外文):Kui-Ni Wu
論文名稱:主管與部屬或同事間交換關係 對人力資本的關聯性研究 -以L光電公司為例
論文名稱(外文):A Study of Exchange Relationship between Leader-Member or Colleagues on Human Capital -A Case Study of Photovoltaic Industry
指導教授:劉俊儒劉俊儒引用關係
指導教授(外文):Chun-Ju Liu
口試委員:李秀英黃政仁
口試委員(外文):Hsiu-Ying LeeCheng-Jen Huang
口試日期:2015-06-23
學位類別:碩士
校院名稱:東海大學
系所名稱:會計學系
學門:商業及管理學門
學類:會計學類
論文種類:學術論文
論文出版年:2015
畢業學年度:103
語文別:中文
論文頁數:71
中文關鍵詞:人力資本主管與部屬交換關係同事間交換關係光電產業
外文關鍵詞:Human CapitalLeader-member exchangeTeam-member exchangePhotovoltaic Industry
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本研究宗旨探討企業如何運用有限資源創造更大的經濟效益及附加價值,彙總歸納「人才」是企業不可或缺的資源,因而探討人力資本。同時進一步探究公司是否能透過良性互動關係使員工充滿熱情,對公司產生忠誠度,進而提昇企業競爭力。因為許多學者探討交換關係具有正負兩派說法,因此本研究探討主管與部屬交換關係(以下簡稱LMX)或同事間交換關係(以下簡稱TMX)對人力資本之影響。本研究採用問卷調查法,並透過迴歸分析等方法對個案公司進行研究。研究結果顯示LMX及TMX品質,對人力資本都呈現正向顯著影響,表示在個案公司師徒傳承制度下,藉由主管與部屬具密切互動關係,能提高部屬忠誠度與信任主管等結果,而主管也能賦予部屬更多的責任,進而提昇至精神層面的交流,建立高品質的交換關係。而同事間的交換關係越好,可以造就員工進步空間越大,在教學相長間,也利於企業留任優秀人才。
This study aims to investigate how enterprises create more economic benefits and additional value using their limited resources and summarizes that capital is an indispensable resource to enterprises,further exploring human capital. Through the positive interchange, enterprises can enhance employees’ enthusiasm and loyalty as well as promote the enterprise's competitiveness. Since many scholars have different opinions about the pros and cons of interchange, this study probes into the influence of leader-member exchange (LMX) and team-member exchange (TMX) on human capital. This study employs questionnaire survey and examines a case company using a regression analysis. The study results show that both LMX quality and TMX quality have significantly positive influence on human capital. This suggests that based on the mentor-apprenticeship system, the case company can increase members’ loyalty and their trust in leaders. Moreover, leaders can give members more responsibilities, boost their spiritual communications with members, and establish high-quality interchange. The better the TMX, the more room to improve for employees. With the mode of teaching yourself through teaching others, enterprises can retain excellent talents.
目錄
誌 謝 ……………………………………………………………………..Ⅰ
摘 要 ……………………………………………………………………..Ⅱ
Abstract ……………………………………………………………………..Ⅲ
目 錄 ……………………………………………………………………..Ⅴ
圖目錄 ……………………………………………………………………..Ⅵ
表目錄 ………………………………………………………………………Ⅶ
第壹章 緒論……………………….………….………....……….…………1
第一節 研究背景與動機………………………..…………….………1
第二節 研究目的…………………………………...…………………2
第三節 論文架構及流程…………………….….....……….…………3
第貳章 文獻探討 ………………………….……...……..…………...……5
第一節 人力資本之相關文獻……………….....…..…………………5
第二節 主管與部屬交換關係之相關文獻…………….………..……11
第三節 同事間交換關係之相關文獻…….…..……………………….18
第四節 主管與部屬交換關係對人力資本之相關文獻………….……22
第五節 同事間交換關係對人力資本之相關文獻…..……..………….24
第叁章 研究方法 ……………………………………………..…….……25
第一節 研究架構……..….……………..…….………….…………25
第二節 個案研究方法…………………………..…………..………26
第三節 問卷調查及分析方法……………….......…………….……28
第肆章 產業概況及個案公司簡介…………………………….……32
第一節 光學產業概況….……………..…….………….…………32
第二節 個案公司簡介…………………………..………..………36
第伍章 實證結果分析 ……………………………………….…40
第一節 樣本描述….……………..…….………..……….…………40
第二節 因素分析及信度檢定……………………...…………..………43
第三節 敘述統計與相關分析……………….......…………….……49
第四節 迴歸分析……………………………........…………….……50
第陸章 結論與建議 ……………………………………………..…….……58
第一節 研究結論….………..…………..…….………….…………58
第二節 管理意涵…………....….………………..…………..………59
第三節 研究限制及未來研究建議……………..…………..………62
參考文獻…………………………….…………………....…………….…63
附 錄
附 錄 研究問卷………..…………………………………………69


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1. 林文政、鍾珮珊與范維恩,2014,好關係沒有壞影響嗎?領導部屬交換關係對組織年資與晉升力評分倒U字型關係的調節效果,東吳經濟商學學報,第86期(9月):1-28。
2. 林文政、鍾珮珊與范維恩,2014,好關係沒有壞影響嗎?領導部屬交換關係對組織年資與晉升力評分倒U字型關係的調節效果,東吳經濟商學學報,第86期(9月):1-28。
3. 周玲儀、黃士銘、歐進士與董鋕清,2013,智慧資本衡量指標之研究:以無線射頻辨識系統廠商為例,商略學報,第5卷第3期:169-185
4. 周玲儀、黃士銘、歐進士與董鋕清,2013,智慧資本衡量指標之研究:以無線射頻辨識系統廠商為例,商略學報,第5卷第3期:169-185
5. 張文菁、翁良杰與藍庭國,2014,團隊成員多元性、成員交換關係及成員角色定義幅度對團隊品質之影響,品質學報,第21期:33-55。
6. 張文菁、翁良杰與藍庭國,2014,團隊成員多元性、成員交換關係及成員角色定義幅度對團隊品質之影響,品質學報,第21期:33-55。
7. 郭翠菱,2009,母公司人力資本與創新資本移轉對子公司經營績效之影響:以大陸台商為例,會計評論,第49期(7月):95-128。
8. 郭翠菱,2009,母公司人力資本與創新資本移轉對子公司經營績效之影響:以大陸台商為例,會計評論,第49期(7月):95-128。
9. 鄭伯壎,1995,組織價值的上下契合度與組織成員個人的效能,中華心理學刊,第37期:235-244。
10. 鄭伯壎,1995,組織價值的上下契合度與組織成員個人的效能,中華心理學刊,第37期:235-244。